Comp and Coffee

Pay transparency laws are forcing the conversation—but alignment is what makes it stick. When it comes to pay transparency, HR, Legal, and leadership often speak in different “dialects.” HR frames it around equity and structure, Legal around compliance and risk, and leadership around outcomes and cost. The challenge? These perspectives rarely align into a shared understanding that employees can trust. In this episode of Comp and Coffee, we’re bringing together three leading voices to explore how organizations can move beyond compliance and turn transparency into a universal language of trust and alignment: Ruth Thomas – Chief Compensation Strategist and pay equity thought leader and advisor, helping organizations build consistent, bias-free pay practices. Lulu Seikaly – Corporate attorney guiding employers through the legal realities of pay transparency laws. Elaina Van Kirk, PHR – Principal Consultant at Exude Human Capital, advising organizations on compensation, performance, and inclusive culture strategies. Together, they’ll uncover how HR, Finance, and Legal can stop speaking past each other—and start building a pay narrative that employees not only understand but believe.

Fair pay means nothing if no one believes it. That’s the wake-up call from Payscale’s latest Fair Pay Impact Report. Despite rising wages, transparency laws, and improved market conditions, employees don’t believe they’re being paid fairly—and it’s costing businesses their best people. In this episode of Comp and Coffee, host Ruth Thomas is joined by Lexi Clarke and Kate Peter—three women in the C-suite who are putting fair pay back at the top of the agenda. They unpack what the data tells us, what it feels like as leaders, and what needs to happen next. Episode Resources: Fair Pay Impact Report - https://www.payscale.com/research-and-insights/fair-pay-impact Email coffee@payscale.com for listener questions and suggestions Connect with us Email: coffee@payscale.com Website: https://www.payscale.com/ LinkedIn: https://www.linkedin.com/company/payscale X: https://twitter.com/payscale YouTube: https://www.youtube.com/user/payscale Chapters (00:00) Commitment to Fair Pay and Leadership Introductions (02:52) The Importance of Staying Loud About Pay Equity (05:06) Challenges and Realities of Fair Pay Perception (13:14) Economic Pressure and Trends Impacting Compensation Trust (17:06) Defining and Practicing Real Transparency (24:02) Personal Experiences Shaping Pay Advocacy (31:01) Rebuilding Trust Through Honest Conversation

Compensation isn’t just an HR function—it’s a core business strategy. In this episode of Comp and Coffee, we look into the pay crystal ball with Rebecca Toman of Pearl Meyer, Ruth Thomas, Chief Compensation Strategist at Payscale, and Sara Hillenmeyer, Payscale’s Director of Data Science. Together, they explore how trusted data, AI, and a forward-thinking approach to comp strategy can help organizations not just keep up—but lead. If you care about performance, retention, equity, or executive pay, this episode is your blueprint for aligning comp strategy with long-term business success.

Compensation has come a long way—from handwritten ledgers and dusty binders to AI-powered insights and real-time salary data. But what does the past teach us about where we’re headed? Join us for a nostalgia-packed, future-forward journey through the history of comp, featuring expert reflections from WorldatWork, and predictions from the people shaping the next era of pay.

With the median company now using three salary data sources—and four or more for larger organizations—it’s clear that more data is the norm. But more doesn’t always mean better. Are you truly getting the most out of your investment in compensation data? Or just adding complexity without clarity? In this episode, we break down what an effective compensation benchmarking strategy really looks like—and how to use multiple data sources strategically, not just simultaneously. Resources: 2025 Compensation Best Practices Report Quick Guide - Aggregate salary data strengthens job pricing confidence What's the price of free salary data? Why salary surveys are so darn popular

Compensation practices are constantly evolving, and staying ahead requires a keen understanding of the latest trends and data. In this episode, we’re sitting down with Amy Stewart, Principal of Content Strategy; Sara Hillenmeyer, Senior Director of Data Science; and Lulu Seikaly, Senior Corporate Attorney, to pour over the latest insights from the Compensation Best Practices Report 2025. We’ll explore the hottest trends in pay strategy, the bold flavors of pay transparency, and the strongest shifts impacting compensation programs today. Key Highlights: —Analysis of the 2025 Compensation Best Practices Report, labeled as "The Year of Contention." —Examination of trends in pay transparency and the legislative impacts on organizations. —Discussion on the increased adoption of AI and compensation technology in HR processes. —Insights into employee demand for transparency and the role of managers in pay discussions. Quotes: —"Organizations are communicating more about compensation practices, and this transparency is being followed by higher investments in compensation data." – Lulu Seikaly —"Companies are increasingly using AI to supercharge their existing HR and compensation teams with real-time data and improved workflows." – Sarah Hillenmeyer Episode Resources: —Get the CBPR 2025 Report: https://www.payscale.com/research-and-insights/cbpr/ —Watch our expert panel: https://www.payscale.com/events/2025-compensation-best-practices-panel/

In this episode of "Comp and Coffee," Ruth Thomas is joined by Lulu Seikaly, our senior corporate attorney and pay transparency expert at Payscale, to unravel the complexities of pay transparency trends and legislation. With new laws continually emerging, the duo explores what this shift means for organizations, employees, and the future of compensation practices. This episode is packed with insights on compliance, the growing importance of trust in pay practices, and practical steps companies can take to effectively navigate these changes. Key Highlights Overview of the latest pay transparency legislation in the U.S. and Europe, including specific state and country initiatives. Discussion on the misconceptions and challenges organizations face regarding pay transparency and how to overcome them. The importance of internal pay equity checks and getting organizational structures in order before posting salary ranges. Best practices for building trust through transparency and its impact on employee retention and satisfaction. Upcoming trends and potential legal challenges in the pay transparency landscape, including increased focus on pay communication and equity audits. Quotes "The term pay transparency kind of has this notion that you have to show off your salaries that everyone makes within the company. But... they don't require employers to post everyone's salary for the world to see." – Lulu Seikaly "Once an employee understands why they're being paid, the way they're paid makes those ideas dissipate." – Lulu Seikaly "If your employees trust you, then they will be more engaged, they are more likely to stay with you, and they are more likely to be productive." – Ruth Thomas Resources 2025 HR Predictions Guide: https://www.payscale.com/research-and-insights/2024-end-of-year-report/#module-19* January Legislative Lowdown: https://www.payscale.com/compensation-trends/the-legislative-lowdown-january-2025/* Webinar: https://www.payscale.com/research-and-insights/how-to-prepare-for-pay-transparency-in-2025-webinar-on-demand/

Grab your favorite mug—we’re asking what’s ✨brewing✨ in comp strategies for the year ahead. In this episode of Comp and Coffee, host Ruth Thomas kicks off 2025 with guest Sarika Lamont, Vice President of People and Culture at Vidyard. The discussion revolves around the emerging trends and critical priorities in HR and compensation, focusing on the intersection of equity, AI, and employee empowerment. Sarika shares insights on fostering pay equity independently of DE&I trends and emphasizes the importance of sustainable pay practices. Tune in for a dynamic conversation about navigating HR challenges and strategies in the new year. Key Highlights: The influence of political and economic changes on HR priorities in 2025. The ongoing debate and strategies around remote work versus return to office. The role of AI in shaping HR and compensation processes and policies. A deep dive into the importance of pay transparency and equity amid shifting DE&I focuses. Innovative approaches to integrating performance and pay within organizations. Emerging trends in personalized rewards and skills-based pay practices. Quotes: "Compensation is an area of strategic focus for HR teams and leaders in 2025." – Sarika Lamont "Pay equity should happen systemically all the time, driven through inclusive processes." – Sarika Lamont "Performance is about growth; feedback is how action happens." – Sarika Lamont "The power of choice in total rewards is critical for fulfilling diverse employee needs." – Sarika Lamont Resources: 2025 HR Predictions Guide: https://www.payscale.com/research-and-insights/2024-end-of-year-report/#module-19 I Hate it Here Podcast Episode Compensation 101 - https://open.spotify.com/episode/54HavsXulnai0ORYK79D58?si=Y8THgieHSo-Sq_yE9vIkpA&nd=1&dlsi=6c587930609e460c